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integrating learning & work
Harold Jarchejarche.com
InternetTimeAlliance.com@hjarche
Wednesday, 16November, 2011
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What’s your experience?
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Performance Issue at Work
Think about a
What is this person’s problem?
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1. Expectations & Feedback
2. Tools & Resources
3. Consequences & Incentives
4. Skills & Knowledge
5. Individual Capacity
6. Motives & Preferences
What’s the cause of the performance problem?
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Training
can only address #4:
Lack of Skills & Knowledge
Training: a solution looking for a problem
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my journey
from training (military)
to performance improvement (CPT)
to social learning (Entreprise collaborative)
to working smarter (Internet Time Alliance)
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the journeyMilitary Training Development Officer
Certified Performance Technologist
Social Learning: EntrepriseCollaborative.com
Working Smarter: InternetTimeAlliance.com
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ISD ADDIE
Trained Soldier
Aim of Individual Training System
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But ...
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Photo by Mac Coates
does trained = ready for battle?
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not quite ...
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Collective Training
Informal (gaming & simulation)
Run by operations, not training
Work together as a unit (social)
Photo by DVIDSHUB
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Human Performance Technology:
a systems view
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Mega: Community & Society
Macro: Organization
Micro: Team, Group, IndividualWednesday, 16November, 2011
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Macro View
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Micro View
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Key Lesson:
Diagnose Before Prescribing Training
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HPT + ISDNon-instructional
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HPT:
systemic & systematic
but not very human
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Inside & Outside our organizations
we need to collaborate & share our
know-how
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Source: Gary WiseWednesday, 16November, 2011
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Dependent
Independent
FormalTraining
Self-directed learning
Inter-dependent
Knowledge-sharing
Social Learning
Collaboration
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TaskVariety
TaskStandardization
Routine Technician Craft Knowledge
Work
InformalFormal LEARNING
KNOWLEDGEExplicit Tacit
Source: Tom Gram
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High Task Variety
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TaskVariety
TaskStandardization
Routine Technician Craft Knowledge
21st C. Work Literacy
InformalFormal LEARNING
KNOWLEDGEExplicit Tacit
auto
mat
ed
outs
ourc
ed
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Working Smarter
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Working Smarter
Cynefin Framework: Dave Snowden
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Working Smarter
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Robert Kelley, CMU asked knowledge workers:
“What percentage of the knowledge you need to do your job
is stored in your own mind?”
75%
18%9%
1986
20061997
2011?Wednesday, 16November, 2011
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!
?
Social Media in the OrganizationIncreasing Speed of Access to Knowledge
(McKinsey 2011)
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50% Wasted TimeKnowledge Workers
2011 WebTutorials Report
36%
14%
Finding Information Contacting PeopleScheduling Meetings
Managing Unwanted CommunicationsTime
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20th Century Management
StandardizationSpecialization
Goal AlignmentHierarchy
Planning & ControlExtrinsic Rewards
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VarietyFlexibilityActivismMeaning
Serendipity
21st Century (un)Management
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mimiandeunice.com
fromCommand & Control
toEncourage & Engage
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Openness
Transparency Diversity
enables reinforces
fosters
trust
the network effect
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Openness
Transparency Diversity
enables reinforces
fosters
socialnetworks
knowledgesharing innovation
A Virtuous Cycle
trust
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Work Teams
Communities of Practice
Learning Networks
Structured
Informal
Goal-oriented Opportunity-driven
Weaker TiesPrompting Innovation
Stronger TiesSharing Complex Knowledge
Weaker Ties(Innovation)
Strong & Weak TiesIntegrating Learning & Work
Incre
asing
Divers
ity
IntegratingLearning & Work
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How about your organization?
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In general, my organization:
a) welcomes innovation and contributions from our workers b) encourages and provides time for reflection on successes and flopsc) tolerates mistakes and rewards thinking outside the boxd) shares information openly and discourages hoardinge) works across department and unit boundaries
1. Never
2. Rarely
3. Sometimes
4. FrequentlyWednesday, 16November, 2011
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0
37.5
75
112.5
150
Innovation Reflection Mistakes Sharing Boundaries
Never Rarely Sometimes Frequently
Survey of 189 Chief Learning OfficersWednesday, 16November, 2011
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0
37.5
75
112.5
150
Innovation Reflection Mistakes Sharing Boundaries
Never Rarely Sometimes Frequently
70% 71% 53%39% 73%
Opportunities to IntegrateLearning & Work
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Leadership in Complexity
Boundaries & Attractors
Image: Roger McLachlan
“We conduct safe-fail experiments. We don’t do fail-safe design. If an experiment succeeds, we amplify it. If an experiment fails, we dampen it.” ~
Dave Snowden
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social/informal learning
PSR: Probe-Sense-Respond
ISDHPT
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ProbeMake a change
Sense & Review
Respond / Act
Question the Context
Complexity
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Hierarchy“management knows best”
Management
Workers
the outside world
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Self-publishing
RidiculouslyEasy
Group-forming
UnlimitedInformation
Internet
Hyperlinks subvert Hierarchy*
* cluetrain.comWednesday, 16November, 2011
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Loose Hierarchies
Strong Networks
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Leadership
Cooperating/Networked Workers
ListenAnalyze
Set ContextBuild Consensus
transparentflexibleopen
T&D c. 21st Century Supporting Work & Leaders in Complex Environments
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Integrating Learning & Work
•Welcome Innovations
•Encourage Reflection
•Tolerate Mistakes
•Share Information
•Work Across Boundaries
{social
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Harold Jarcheblog: jarche.com
InternetTimeAlliance.com@hjarche
mimiandeunice.com
Wednesday, 16November, 2011